THE IMPACT OF E-RECRUITMENT ON EMPLOYEES' PERCEIVED ORGANIZATIONAL PERFORMANCE: A STUDY OF IT PROFESSIONALS IN SRI LANKA’S LEADING INFORMATION TECHNOLOGY COMPANY

Abstract

The study employs a quantitative research approach, utilizing a structured questionnaire to collect primary data from executive-level employees in the IT sector. An explanatory research design is adopted to examine the cause-and-effect relationship between e-recruitment and employees' perceived organizational performance, using a simple random sampling technique to ensure equal representation. Data analysis was conducted using SPSS, incorporating reliability tests, correlation analysis, and regression analysis to evaluate the hypotheses. The research follows a cross-sectional survey strategy, analyzing data from IT professionals at a single point in time, structured based on the Saunders, Lewis, and Thornhill research onion model. The findings indicate a positive impact of e-recruitment on organizational performance, with significant relationships found between e-recruitment (r = 0.685, R² = 0.469, p = 0.000), Job Boards, and Job Websites in enhancing employee perceptions of success, productivity, and satisfaction. Effective use of these digital hiring methods improves talent acquisition and workforce engagement, ultimately boosting organizational performance. Between e-recruitment practices and employees' perceptions of organizational performance, confirming that well-structured e-recruitment strategies enhance hiring efficiency, job satisfaction, and workforce productivity. The results suggest that digital recruitment methods can improve organizational effectiveness by streamlining the hiring process and ensuring a better match between candidates and job roles. However, the study is limited to a single IT company, and further research is recommended to validate the findings across different industries and geographical regions. To optimize e-recruitment outcomes, organizations should continuously update and optimize their job boards and websites, integrate AI-driven analytics to assess recruitment efficiency, enhance candidate engagement through interactive elements such as chatbots and real-time support, expand future research across multiple industries, and consider a mixed-methods approach incorporating qualitative insights from interviews and focus groups.